What Background Checks Can AuthNTick Conduct?

Every organisation has different screening requirements.

A healthcare provider may need to verify professional registration, qualifications and work history. A financial-services business may require criminal-history, insolvency and directorship checks. A construction company may need to confirm licences, work rights and employment experience.

AuthNTick provides Australian police checks, identity verification and workforce-screening services through a central online platform. We can also work with organisations that require additional or industry-specific checks.

This guide explains the checks currently available through AuthNTick, the additional services we are developing or evaluating, and how to contact us if you need a check that is not yet listed.

Background checks currently available through AuthNTick

AuthNTick currently supports a broad foundation of pre-employment and workforce screening services.

Nationally Coordinated Criminal History Check

A Nationally Coordinated Criminal History Check is commonly used for employment, licensing, registration, volunteering and other positions of trust.

The check searches relevant Australian police information through the National Police Checking Service, subject to applicable legislation and disclosure rules.

AuthNTick is an ACIC-accredited body authorised to facilitate eligible Nationally Coordinated Criminal History Checks. Employers can use an accredited body to obtain checks for employees and candidates. (ACIC)

A criminal-history result is a point-in-time check. Employers and requesting organisations remain responsible for determining whether a result is sufficiently current and relevant for their purpose.

Volunteer Criminal History Check

A Volunteer Criminal History Check is available for eligible unpaid volunteer roles.

It is completed through the Nationally Coordinated Criminal History Check workflow but must only be used where the role and screening purpose meet the applicable volunteer requirements.

A volunteer check should not be purchased for paid employment merely because it may have a lower fee.

AFP Police Check

An Australian Federal Police Check may be required for certain Commonwealth, immigration, citizenship, overseas, ACT or other specified purposes.

An AFP Police Check is not automatically interchangeable with a Nationally Coordinated Criminal History Check. Applicants should select the check type and purpose required by the employer, regulator or government authority.

VEVO Work Rights Check

A VEVO Work Rights Check helps an employer confirm a non-citizen’s current Australian visa details and relevant work conditions.

A VEVO result may show:

A VEVO check does not replace an identity check, citizenship check or criminal-history check.

DVS Identity Verification Check

A Document Verification Service identity check compares information from an eligible identity document against the record held by the government agency that issued it.

Depending on the document and workflow, this may help verify documents such as:

A successful DVS response indicates that the supplied details match the issuing record. It does not guarantee that the person presenting the document is its lawful holder unless appropriate identity, possession or biometric controls are also used.

Australian Education and Qualifications Check

An Education and Qualifications Check helps verify qualifications claimed by a candidate.

Depending on the institution and available evidence, the check may confirm:

International qualifications may require a different process, translated documents or verification through an overseas institution.

Reference Check

A Reference Check collects structured information from a nominated referee.

The check may cover:

the referee’s relationship to the candidate;
role and employment dates;
duties and responsibilities;
workplace performance;
conduct;
strengths;
development areas;
suitability for the proposed role; and
eligibility for re-employment.

Reference information represents the referee’s statements and opinions. Employers should consider it alongside other screening information and their own recruitment assessment.

A Social Media Check reviews publicly accessible online information relevant to an authorised screening purpose.

The review may consider:

whether the identified profile appears to belong to the candidate;
publicly visible professional information;
material inconsistencies;
role-relevant conduct or reputational concerns; and
information that may require further review.

A Social Media Check should be conducted consistently and proportionately. Protected characteristics, private content and irrelevant personal information should not be used improperly in employment decisions.

Work History Check

A Work History Check helps verify employment information supplied by a candidate.

It may confirm:

employer name;
position title;
employment type;
start and end dates;
duties;
reporting relationship; and
the identity and authority of the person providing verification.

Where direct employer confirmation is unavailable, AuthNTick may review permitted supporting evidence, subject to the scope of the selected service.

Address Verification Check

An Address Verification Check helps confirm a candidate’s current or previous residential address.

Depending on the workflow, evidence may include:

driver licence information;
utility bills;
bank or government correspondence;
leases;
electoral or official records; and
other accepted proof-of-address documents.

Address-history checks can also support identity, employment-gap and international-screening workflows.

Summary of current AuthNTick checks

Abbreviation	Check
NPC	Nationally Coordinated Criminal History Check
VPC	Volunteer Criminal History Check
AFP	AFP Police Check
VEVO	VEVO Work Rights Check
IDENTITY	DVS Identity Verification Check
EDUCATION	Australian Education and Qualifications Check
REFERENCE	Reference Check
SOCIAL MEDIA	Social Media Check
WORK HISTORY	Work History Check
ADDRESS	Address Verification Check

AuthNTick’s current product catalogue includes police, volunteer, AFP, VEVO, education, work-history, social-media and reference services. (authntick.com.au)

Additional checks organisations are asking for

Many employers require checks beyond the standard police, identity, work-rights and qualification checks.

AuthNTick is assessing additional screening services based on customer demand, available data sources, regulatory requirements and the ability to deliver a reliable and consent-based process.

Availability may depend on the candidate’s jurisdiction, the purpose of the check, access to the relevant register and the customer’s contractual arrangements.

Working with Children Check validation

A Working with Children Check is generally administered by the relevant state or territory authority.

AuthNTick may support employers by validating details supplied by a worker, such as:

registration or clearance number;
issuing jurisdiction;
name;
current status;
expiry date; and
role or worker category where available.

AuthNTick would not issue the underlying Working with Children clearance. The relevant government authority remains responsible for issuing and maintaining it.

This service may be relevant to:

Professional registration checks

Professional-registration verification can help confirm that a candidate holds the registration required for a regulated role.

Possible registrations include:

A registration check may confirm:

registration number;
registered profession;
current status;
expiry or renewal date;
conditions;
restrictions; and
disciplinary or public-notice information where lawfully available.

Licence and ticket verification

Licence and ticket verification may be useful for construction, transport, logistics, hospitality, healthcare and industrial roles.

Potential checks include:

driver licence status;
forklift licence;
white card;
responsible service of alcohol qualification;
responsible conduct of gambling qualification;
first-aid certificate;
working-at-heights training;
confined-space training;
trade licences;
heavy-vehicle licences; and
security licences.

Employers should confirm that the licence or ticket is current and appropriate for the work the candidate will perform.

International police checks

An international police or overseas criminal-history check may be relevant where a candidate has lived, worked or studied outside Australia.

The process varies significantly by country.

Depending on the jurisdiction, verification may involve:

a national police authority;
a local police authority;
a government certificate;
an authorised overseas screening partner;
embassy or consular processes;
fingerprinting;
translated documents; or
candidate-supplied certificates.

International results may be subject to differing laws, record availability, disclosure rules and processing times.

International education checks

An International Education Check may verify an overseas qualification directly with the institution or through an authorised verification source.

The check may include:

institution legitimacy;
qualification title;
completion status;
attendance dates;
graduation date;
transcript or certificate authenticity; and
translation or equivalency information where available.

AuthNTick may also provide an evidence-based review outcome where direct institutional verification is not reasonably available.

International employment checks

International Employment Checks may verify overseas employment using employer contact, business records or candidate-supplied evidence.

Additional challenges can include:

language differences;
time zones;
unavailable former employers;
local privacy laws;
limited corporate records;
translated documents; and
difficulty authenticating contact details.

Any outcome should clearly distinguish direct employer confirmation from document-based or indirect verification.

ASIC banned and disqualified persons check

ASIC maintains public registers of people and organisations banned or disqualified from certain corporate, credit and financial-services roles. The ASIC search draws from several banned and disqualified registers. (ASIC)

This type of check may be relevant to:

directors;
senior executives;
financial-services employees;
responsible managers;
credit representatives;
compliance personnel; and
people with significant corporate authority.

A result should be assessed in relation to the role and the particular restriction recorded by ASIC.

Directorship and business-interests check

A Directorship or Business Interests Check may help identify current or historical company officeholder roles and declared business associations.

It may be relevant when assessing:

The presence of a directorship or business interest is not inherently adverse. It may simply require disclosure or conflict-management measures.

Bankruptcy and personal insolvency check

The Australian Financial Security Authority provides a Bankruptcy Register Search that searches the National Personal Insolvency Index.

The register contains records of most Australian personal-insolvency proceedings, including bankruptcies, debt agreements and personal insolvency agreements. It relates to individuals rather than companies. (Australian Financial Security Authority)

A personal-insolvency check may be relevant to roles involving:

substantial financial authority;
fiduciary duties;
trust accounts;
payroll;
procurement;
directorships;
accounting; or
access to significant organisational funds.

It should only be requested where it is lawful, relevant and proportionate to the role.

PPSR searches

The Personal Property Securities Register records security interests in personal property.

Depending on the search type, the PPSR can be used to search against:

The PPSR also provides a business-to-government channel that enables authorised systems to connect to its services. (Personal Property Securities Register)

A future AuthNTick PPSR service could potentially support:

asset due diligence;
contractor or supplier verification;
secured-interest searches;
business-risk reviews; and
vehicle or equipment checks.

A PPSR search is not a criminal-history check and should not automatically be treated as a standard employee screening requirement.

Global sanctions, PEP and watchlist screening

A global watchlist service may identify whether a person appears on relevant:

sanctions lists;
politically exposed person databases;
regulatory watchlists;
enforcement lists; or
terrorism-financing and financial-crime datasets.

These checks may be appropriate for:

financial services;
fintech and payments;
defence suppliers;
government contractors;
senior executives;
high-value procurement;
international business; and
roles subject to anti-money-laundering controls.

A potential match should not be treated as a confirmed identity match without further review.

Adverse media checks

An Adverse Media Check reviews credible public sources for information that may be relevant to a defined screening purpose.

Potential areas may include:

The review should consider source quality, identity confidence, recency, relevance and whether the information remains unresolved or has been corrected.

An online allegation should not be treated as a proven fact merely because it appears in search results.

Civil litigation and court-record checks

Court and litigation checks may be relevant to senior, fiduciary or high-risk roles.

However, Australian court information is fragmented across jurisdictions, and the existence of legal proceedings does not establish wrongdoing.

Any court-record product should clearly identify:

the jurisdiction searched;
available date range;
source limitations;
whether the candidate’s identity was confidently matched;
the status of proceedings; and
whether the matter resulted in a final judgment.

Employment-gap and activity-history checks

An Employment Gap or Activity History Check can supplement a standard work-history check by reviewing periods not covered by employment.

A candidate may have legitimate periods involving:

study;
travel;
unemployment;
parental or caregiving responsibilities;
illness;
self-employment;
volunteering; or
other personal circumstances.

The purpose should be to establish a coherent activity history, not to make assumptions about legitimate gaps.

CV consistency checks

A CV Consistency Check compares information across documents and verification responses.

It may compare:

The outcome should identify inconsistencies for review rather than automatically treating every difference as dishonesty.

Company and ABN verification

Company and ABN verification may be useful where a candidate claims:

self-employment;
contracting experience;
ownership of a business;
a director or officeholder role; or
work through a sole trader or company structure.

The check may review:

Ongoing monitoring and rechecks

Many checks are completed only once during recruitment, but some credentials can expire or change.

AuthNTick is also exploring monitoring and renewal workflows such as:

VEVO expiry reminders;
work-rights rechecks;
professional-registration monitoring;
Working with Children Check expiry reminders;
licence and ticket expiry monitoring;
annual criminal-history rescreening;
recurring sanctions screening; and
periodic workforce-compliance reviews.

Monitoring services can help organisations move from one-off onboarding checks to an ongoing workforce-assurance program.

Screening packages by industry

Organisations may prefer a package of checks designed around a particular role or industry rather than selecting every check separately.

The final package should always be reviewed against the organisation’s legal obligations, role risks and internal policies.

Healthcare workforce screening

A healthcare screening package may include:

identity verification;
Nationally Coordinated Criminal History Check;
VEVO work-rights check;
AHPRA registration;
Working with Children Check validation where relevant;
education and qualification verification;
work-history verification;
reference checks; and
address history.

Childcare and education screening

A childcare or education package may include:

identity verification;
Nationally Coordinated Criminal History Check or eligible volunteer check;
Working with Children Check validation;
teacher registration;
education verification;
references;
work history; and
VEVO where relevant.

Finance and accounting screening

A finance package may include:

identity verification;
criminal-history check;
VEVO work-rights check;
ASIC banned and disqualified search;
bankruptcy and insolvency search;
directorship and business-interests check;
education verification;
employment history; and
references.

Executive and director screening

An executive package may include:

identity verification;
criminal-history check;
AFP Police Check where required;
directorship and business-interest review;
ASIC banned and disqualified search;
bankruptcy search;
sanctions and PEP screening;
adverse media;
education;
employment history; and
executive references.

Construction and trades screening

A construction package may include:

Transport and logistics screening

A transport package may include:

Defence and government-supplier screening

A defence or government-supplier package may include:

identity verification;
Nationally Coordinated Criminal History Check or AFP Police Check;
citizenship or residency evidence;
VEVO where relevant;
address history;
work history;
education;
references;
sanctions screening;
directorship review; and
other checks required by the customer’s security program.

These checks do not themselves grant a government security clearance.

Volunteer and charity screening

A volunteer package may include:

eligible Volunteer Criminal History Check;
identity verification;
Working with Children Check validation where relevant;
reference checks; and
VEVO where relevant.

How AuthNTick can help

AuthNTick provides a central platform for Australian police and background screening.

Depending on the selected service and business account configuration, organisations can use AuthNTick to:

invite candidates;
request individual or packaged checks;
track application progress;
review results;
manage authorised users;
use reusable application links;
support bulk screening;
integrate screening with existing systems; and
establish consistent workforce-screening workflows.

AuthNTick is a private organisation and is not the Australian Criminal Intelligence Commission, the Australian Federal Police, the Department of Home Affairs or another government department.

What check are you looking for?

Your organisation may require a check that is not currently displayed in the AuthNTick product catalogue.

Tell us:

which check you need;
your industry;
the roles being screened;
your expected screening volume;
whether the check is required once or on an ongoing basis;
whether you need portal, bulk-link or API access; and
any regulatory or contractual requirements that apply.

We can provide information about available services, planned checks and possible custom screening workflows.

Contact AuthNTick background check support: Tell us which background check you need

Our Australian support team can review your requirements and provide further information about the most appropriate screening pathway. AuthNTick’s support page also allows customers to provide their company name, contact details and an explanation of the assistance required. (authntick.com.au)

Frequently asked questions

Can AuthNTick provide all of these checks today?

AuthNTick currently provides the police, AFP, volunteer, VEVO, identity, education, reference, social-media, work-history and address checks described in the current-services section.

Some additional checks discussed in this article are proposed, under evaluation or may require a custom business arrangement. Contact AuthNTick to confirm availability before relying on a particular service.

Can AuthNTick create a custom check package?

AuthNTick can discuss packages based on industry, role risk, screening volume and required integrations.

The checks included should remain lawful, relevant and proportionate to the role.

Can we request a check that is not on the website?

Yes. Organisations can contact AuthNTick with the required check, jurisdiction, purpose and expected volume.

AuthNTick can advise whether the service is available, under development or may be supported through an authorised screening partner or custom workflow.

Does every candidate need every check?

No. Screening should be selected based on the role, legal requirements and identifiable organisational risks.

Requesting unnecessary checks can increase cost, delay recruitment and create additional privacy risk.

Can AuthNTick integrate with our HR or recruitment software?

AuthNTick can discuss API and workflow-integration options, subject to technical scoping and the services enabled for the customer.

Can AuthNTick provide recurring monitoring?

Monitoring and expiry-reminder services may be available or developed for selected checks, depending on the source system and customer requirements.

Contact AuthNTick to discuss the credentials or checks that need ongoing monitoring.

Important notice

This article provides general information only and is not legal, employment, privacy, financial, immigration or regulatory advice.

The availability, scope and permitted use of a check may depend on:

the candidate’s location;
the role;
the requesting purpose;
applicable legislation;
access to government or private registers;
candidate notice and consent;
contractual arrangements; and
the information available from the relevant source.

Employers remain responsible for deciding which checks are appropriate and for making their own employment, engagement and risk decisions.

A screening result should not automatically determine whether a person is suitable for a role. Information should be reviewed fairly, accurately and in relation to the genuine requirements of the position.